The Importance of Organisational Change Management for Managers

In an ever-changing world, managers are called upon to play a crucial role in organisational change management. In this article, we will explore the behaviours required to successfully manage organisational change and address the challenges and opportunities it brings.


What is meant by organisational change?

Organisational change refers to any modification made to an organisation’s structure, culture, processes or strategies. 

This process can be triggered by internal or external factors and comprises four pillars of change management: people, process, platform and place. Organisational change is fundamental to ensuring the competitiveness and adaptability of a company over time and its impact can be decisive for the fate of any business.

The 4 pillars of change management represent the key elements needed to successfully drive organisational change. Let us analyse them one by one.



People are at the core of any organisational change. Employee involvement and commitment are crucial to the success of the process. Change management must take into account the needs, expectations and concerns of employees, offering support and appropriate training. Open communication and active listening are essential to maintain employee engagement and manage possible resistance to change.



Business processes must be reviewed and adapted to support organisational change. This may include introducing new processes, modifying existing ones or eliminating obsolete ones. It is important to analyse and document them, identify areas for improvement and set new standards. Change management must ensure that they are consistent with the change objectives and that they are effectively communicated and implemented within the organisation.



Technology platforms are a key tool for supporting organisational change. These may include information systems, software, network infrastructure and other technologies that facilitate innovation and efficiency. Change management must assess existing platforms and determine whether they are adequate to support the change objectives. If necessary, new technologies must be introduced or implemented to improve the organisation’s ability to adapt.



Workplaces directly influence the productivity, motivation and well-being of employees. Change management must consider how physical and virtual spaces can be adapted to support organisational change. This may include changing office layouts, adopting teleworking policies or creating more flexible and collaborative work environments. It is important that workplaces are designed to foster communication, collaboration and innovation, contributing to the success of change.

In summary, the 4 pillars of change management are interconnected elements that must be carefully considered and managed during an organisational change. A balanced approach that takes these pillars into account is essential to ensure the success of the change and the achievement of business objectives.


How to deal with organisational change?

Dealing with organisational change requires:

  • careful planning;
  • effective communication;
  • active involvement of employees.

Organisations must be able to adapt quickly to new market dynamics and technological innovations to remain competitive. If change management is not done properly, the consequences may include: 

  • loss of productivity;
  • low employee morale;
  • difficulty in achieving business objectives.

There are 3 crucial steps to successful change management. Let us delve into them.


Incubation phase

The incubation phase of organisational change involves defining objectives, analysing needs and identifying possible solutions. In this phase, managers must carefully assess the opportunities and challenges involved in the change and establish a clear and realistic plan of action.


Organisation phase

In the organising phase, managers develop detailed plans to implement the change, assigning specific roles and responsibilities to team members. This phase also includes defining the timing, resources and budget needed to implement the change.


Execution Phase

During the execution phase, managers implement the change plans and closely monitor progress towards the established goals. They must be ready to solve any problems that may arise and make changes to the plan if necessary.


Why is organisational change management an integral part of the manager’s role?

Organisational change management is central to the manager’s role, as he or she is directly involved in achieving the company’s objectives. 

The manager is responsible for leading the team through change, maintaining stability and reducing the risks associated with the process. In addition, he or she must ensure that employees feel supported and involved in the change process by promoting open communication and a positive working environment.


What are the difficulties in organisational change management?

Difficulties in organisational change management may include: 

  • employee resistance;
  • lack of adequate resources or skills;
  • complexity of processes;
  • fear of uncertainty.

Addressing these challenges requires a combination of communication skills, empathy and leadership on the part of the manager.


What is the impact of change management on employees?

Effective implementation of organisational change can lead to greater employee satisfaction and motivation, improving skills, career opportunities and productivity. Furthermore, an organisation that successfully adapts to change is more attractive to external talent, strengthening the company’s reputation in the labour market.


Change management: why is it strategic for companies?

Organisational change is a strategic choice that enables companies to adapt to changing market conditions and remain competitive. An organisation based on an open mindset and an open innovation approach is able to exploit the opportunities offered by new technologies, market trends and strategic partnerships. The benefits of doing so include increased flexibility, efficiency and innovation.


Measuring organisational change

To assess the effectiveness of an organisational change project, it is important to monitor qualitative and quantitative indicators over time. These may include employee satisfaction levels, turnover rates, productivity and other business KPIs. Monitoring these indicators helps managers understand whether the change is having the desired effect and whether further changes are needed.


Together we manage organisational change in your company

Change allows a company to constantly improve by enabling it to adapt to new market trends, technological innovations and growing customer expectations. Embracing change can lead to greater operational efficiency, optimisation of internal processes and the development of new products and services. In today’s rapidly changing business environment, companies that are proactive in managing change are those that will thrive in the long term. Investing in change management and developing a corporate culture based on innovation and flexibility can make the difference between success and failure.

If your organisation is ready to face the challenges of change and wants to continuously improve to remain competitive, contact us now. 

Our team of experts will be at your side to identify areas for improvement, develop effective action plans and guide your company towards proactive and functional growth.